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Proposal to the CityofSanta Ana/Confidential Association of Santa Ana <br />Compensation Study <br />education (Telecom/IT jobs at large public university), non-profit, and paint <br />manufacturing. Conducted client interviews to better understand the work, skill and <br />knowledge needs, culture, and recruiting and retention challenges. <br />Cor orae ggo3pensatlon Cons.ultant,,.Northrop GruMMan Corp., Los An tiles <br />■ Internal consultant to firm's varied businesses (acquired during period of strong M&A <br />activity), supporting and facilitating Integration of compensation plans, processes, and <br />systems. (Fortune 7.00 aerospace/defense contractor) <br />• Designed and Implemented firm -wide program to address cost of living differences for <br />executives relocating to higher cost areas, Increasing Internal mobility and improving <br />recruiting competitiveness. Presented program to HR leaders and developed <br />communications, including program brochure, policy and procedures. <br />■ Program manager for salary management and market pricing software (MercerPrism), <br />Led internal IT/HRIS team to Improve data security, integrity and usefuhress. Received <br />recognition award from HRIS director, <br />• Communications lead for firm -wide implementation of web -based tool for annual merit <br />Increase, bonus and stock planning. Created User Guides that vendor asked to use for <br />own marketing efforts. Trained corporate office managers and received recognition <br />award from Compensation Director. <br />■ Created, organized, and facilitated first annual two-day meeting for compensation <br />management across Northrop to Improve integration, share best practices, and build <br />relationships. <br />■ Evaluated and helped develop executive compensation packages. Prepared/modified <br />retention and employment agreements. Prepared Q&A's for Annual Shareholders' <br />Meeting and data for Annual Proxy. <br />■ Led design and implementation of common Job titling approach for executive positions <br />across the firm, requiring heavy coordination and facilitation among diverse businesses <br />to achieve acceptable solution. <br />Compensation and grganizaflon Effectiveness Consultant, 5uzanng Wagner Human Resources <br />consultlntt, Los Angeles. CA <br />■ Reorganized administrative support workloads and staffing to reduce need for additional <br />hires at a public sector agency. Redesigned roles, duties and career path, Improving <br />morale and organization effectiveness. <br />0 Analyzed proposed new staffing plan for a commuter railroad's customer service <br />operation. Collected and analyzed benchmarking data, Interviewed employees/managers <br />and made recommendations within budget. <br />M,nrm <br />,CC'S HR CONSULTING Pogo 116 <br />now 25B-28 <br />